Loyola University Chicago

Quinlan School of Business

Curriculum

High-Impact Leadership Certificate

Pre-Program: Participants will complete a detailed 360-degree evaluation process. This involves asking supervisors, subordinates, peers and clients for feedback on your skills through an anonymous online evaluation system. Participants will decide who is invited to participate in the evaluation process. Those who are in transition can still participate in the process by selecting former colleagues and/or clients. Further details on this process and how it works will be provided upon confirmation of participation in the program.

Day 1

Understanding Oneself

  • Emotional Intelligence and its impact on leadership
  • What is Primal Leadership?
  • The difference between leading and managing, and when each is needed
  • Group debrief of 360-degree assessments — what can be gained from the results?
  • How leadership and management style preferences impact behavior and team effectiveness

Building Effective Teams

  • How to build optimal teams: structure and composition
  • Creating and sustaining team morale
  • Ensuring ownership of tasks
  • Understanding how the nature of inter-dependability impacts team performance

Effective Decision Making

  • Why ordinary reasoning is prone to error, and how to improve it
  • Understanding how and why people make decisions
  • Avoiding biases in decision-making

Day 2

Conflict Management

  • Accepting and understanding conflict in a healthy way
  • Assessing your preferred method for managing conflict — from avoidance to head-on collision
  • Understanding the different models of effective conflict resolution

Coaching for Performance Improvement

  • How different leadership/management styles impact employee performance
  • Developing and retaining top employees and avoiding performance problems
  • Being flexible, yet consistent, in managing employee performance
  • Performance management for a positive and productive work relationship

Behavioral Interviewing: More than a Gut Feeling

  • Learn a formula to factor in the costs to replace a poor hire
  • Employ a five-step Behavioral Interviewing Model to effectively select the right candidate for your position
  • Analyze what technical skills are required to do a job properly and what performance skills are required to perform a job effectively
  • Craft open-ended questions to reveal if a candidate has the right technical and performance skills for your position
  • Learn which questions are unproductive interview questions to ask, and why

Day 3

Day-to-Day Leadership Behaviors

  • How to craft and deliver messages to your employees
  • Behaviors of your own past managers who did/did not foster open communication
  • Steps to “Give Information” and “Get Feedback”
  • An “Active Listening” quiz to test your listening skills
  • Identifying obstacles to listening to your employees and their problems

Delegation Skills

  • What is delegation? How has it changed in recent years due to teaming? How is it different from “dumping?”
  • Delegation Assessment: find weak areas in your current delegation style and practice
  • The Six Suggested Delegation Steps for delegating work
  • Preparing and practicing real-life workplace delegation conversations

Leading Others

  • Key models of leadership — how and when to use them
  • How supervisor-subordinate relationships affect morale, trust and performance
  • How managers can help team members link individual goals with corporate strategy

Conclusion and key takeaways: Creating your own leadership action plan

Post-Program Coaching

After the program, each participant will receive a one hour, one-on-one coaching session with a skilled executive coach. The coach will help you interpret the results from the assessments completed before the program, and will provide an opportunity to discuss strategies for improvement, particular workplace situations, or leadership development challenges you may face.